The interviewer would like to understand better the key performance indicators you needed to meet in your previous role, and how precisely those KPI's were measured. A good interviewer will recognize that the top candidates ALWAYS understand how they were measured, and where they landed in regards to their performance against others in a similar role.

It is a red flag to an interviewer if the interviewee responds with 'I don't know,' or worse yet - 'My company didn't measure my performance in any way.' Every company pays attention to employee performance metrics; it's just that some ways are more evident than others.

Some ways that your employer might measure your performance:

- The rate of absence, late days, and sick days
- Setting specific objectives for you, related to a task
- Amount of defective work submitted, or amount of work returned
- Error counting
- Timed tasks
- Employee retention rates (for managers)
- The willingness of clients to recommend you or your work
- Feedback provided by coworkers and management
- Number of sales
- Scheduling errors
- Safety days
- Quality of contacts generated

Quickly go over how you were measured in your most recent role, highlighting any areas where you exceeded expected targets.